Episode 1: Do generations matter?

Episode Summary

Do generational differences impact how we approach life and work? Are they a useful lens to better understand ourselves and others? Or are they labels that further engrain bias, ageism, and misunderstandings? Kim and Steve dig into both sides on this week's episode of Yes & No.

 

Show Notes

Kim’s Notes

WaPo: No, creativity doesn’t decline with age. 

 

Gallup: Millennials were found to be 3x more likely to have changed jobs in the last year than other generations (2016). 

 

Generations: Sociological theory by William Strauss and Neil Howe. Backbone of modern generational theory.  

 

Steve’s Notes

 

Brandt, N. D., Drewelies, J., Willis, S. L., Schaie, K. W., Ram, N., Gerstorf, D., & Wagner, J. (2022). Acting like a baby boomer? Birth-cohort differences in adults’ personality trajectories during the last half a century. Psychological Science. Study that found that personality traits differ somewhat across generations and that differences are likely due to socio-cultural influences as opposed to innate changes. 

 

Costanza, D. P., Badger, J. M., Fraser, R. L., Severt, J. B., & Gade, P. A. (2012). Generational differences in work-related attitudes: A meta-analysis. Journal of Business and Psychology, 27, 375– 394. Study examining generational differences in job attitudes related to job satisfaction, commitment and turnover that found that “relationships between generational membership and work-related outcomes are moderate to small, essentially zero in many cases.”

 

Deal, J. (2006).  Retiring the Generation Gap: How Employees Young and Old Can Find Common Ground. Wiley, New York. Book based on an empirical study and literature review that suggests relatively few significant differences exist between generations related to work attitudes, and many perceived differences are rooted in misunderstanding, poor communication, and struggle for power and status between generations.

 

Lyons, S., & Kuron, L. (2014). Generational differences in the workplace: A review of the evidence and directions for future research. Journal of Organizational Behavior, 35, 139–157. Review highlighting the methodological flaws associated with many generational research studies that concluded with the recommendation that people take a more “critical approach to the interpretation and reporting of [generational difference] findings and not to ‘fan the flames’ by perpetuating unfounded stereotypes”

 

Michael J. Urick, Elaine C. Hollensbe, Suzanne S. Masterson, Sean T. Lyons, Understanding and Managing Intergenerational Conflict: An Examination of Influences and Strategies, Work, Aging and Retirement, Volume 3, Issue 2, 1 April 2017, 166–185.  Study exploring how intergenerational perceptions and biases toward other generations can create workplace conflict.

 

Trahan, L. H., Stuebing, K. K., Fletcher, J. M., & Hiscock, M. (2014). The Flynn effect: A meta-analysis. Psychological Bulletin, 140(5), 1332–1360. Study that found that intelligence levels tend to increase slightly over time with each generation scoring a few points higher on IQ than their predecessor.

 

Truxillo, D. M., Cadiz, D. M., & Hammer, L. B. (2015). Supporting the aging workforce: A review and recommendations for workplace intervention research. Annual Review of Organizational Psychology and Organizational Behavior, 2, 351–381. Review of research studying how work attitudes and experiences change with age. It is interesting to contrast this to supposed generational differences and ask whether differences are due to the year people were born (their generation), or the time that has passed since they were born (their age). 

 

Xander D. Lub, P. Matthijs Bal, Robert J. Blomme & René Schalk (2016) One job, one deal…or not: do generations respond differently to psychological contract fulfillment?, The International Journal of Human Resource Management, 27:6. Study that found slight differences in job expectations across generations that may be due to differences in career stages.